- Microsoft introduces new policies to improve performance management and tackles low performers.
- The technology industry moves to more rigorous and less chodge performance expectations.
- Microsoft’s new policies include a two-year rehiring prohibition for underperformant employees.
Microsoft has created new policies and tools for managers as part of an effort to compose performance pressure on employees, according to an internal email consulted by Business Insider.
On Friday, Amy Coleman, the new officer of Microsoft chief, sent envoys to managers on “new improved tools to help you accelerate high performance and quickly approach low performance”.
There is a new option to get out of sub-performants and a policy that prohibits these people from transferring to Microsoft or to be rehired by the company for two years, according to the email.
Many technological companies have become more difficult for employees in the past year. Efficiency has replaced advantages and well-being, as performance-based work traits become more a regular event.
For example, Mark Zuckerberg has targeted low interpreters when Meta has eliminated thousands of jobs earlier this year. And, similar to Microsoft’s new policy, Meta puts the employees ousted on “block lists” which prevent them from reclaiming themselves.
Earlier this year, Microsoft dismissed 2,000 employees considered as sub-performants without compensation. Managers have spent months to assess employees to the executive level as part of the changes to the company’s review and management management process, initiates at BI said.
Coleman’s email, entirely below, details some of these changes and suggest others on the horizon. Microsoft refused to comment.
Read the full email to Microsoft managers:
Managers, Thank you for your patience yesterday with unexpected technical problems. As a zero customer, it was an opportunity to learn and quickly make improvements. As Satya shared it during the recent town hall of employees, our success as a company depends on our relevance in 51 years and beyond – in terms of innovation, the products we deliver and the impact we have for our customers and partners. With this, our goal remains on high performance to achieve our priorities covering security, quality and leader AL. This orientation and our state of mind of growth encourage excellence, motivates us to push us through the challenges and allows us to provide results. Today, we are deploying new improved tools to help you accelerate high performance and quickly approach low performance. Our goal is to create a coherent and transparent experience worldwide for employees and managers (subject to local and consultation laws). These tools will also help to promote a culture of responsibility and growth by allowing you to meet performance challenges with clarity and empathy. Manager presented: FY25 Performances, Connection and rewards: Register for a virtual session of 60 minutes and facilitated to dive deeper into the Microsoft performance landscape. Each session will explore what is new for the Fy25 awards, will provide advice on the differentiation of the results of the awards and will define what means to offer a “significant impact”. Next week, you will also see a performance and development letter to all employees with more details on connects. Clarity and transparency in the awards: this year, we will ensure more transparency and clarity in the process of rewards for managers, including additional advice for each reward result and display payment percentages to help you make decisions that meet our high -performance expectations. More details on the awards will be shared by the end of the month. Performance improvement process: If an employee does not meet expectations, you can use the performance improvement plan (PIP), a new coherent approach in the world to define clear expectations and an improvement calendar. The employee can accept the improvement plan or choose to get out of the company with the offer of a global voluntary separation agreement (GVSA). This performance improvement process is available all year round so that you can act quickly to solve performance problems transparently, while offering employees the choice. Internal movement policy / Updated external rehiring: employees with zero results and 60% awards and / or on an active PIP will not be eligible for internal transfers. Former employees who left with zero or 60% awards or during / after a PIP will not be eligible for rehiring before two years after their date of termination. Excellence initiatives of managers: moreover, in the coming months, we will launch several initiatives to strengthen how we measure and motivate the teams to deliver to our customers. You will have access to tools supported by scenarios designed to help you prepare for constructive or difficult conversations by practicing in an interactive environment. Thank you for your leadership and your commitment to generate high performance and responsibilities in your team. It is not just a question of Microsoft’s success. This is your success, your team from your team, the success of our customers, and together, to promote a culture where very efficient and winning teams can prosper.
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